Labour Welfare Measure

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CHAPTER – 1
INTRODUCTION TO THE STUDY
1.1 ABOUT THE STUDY
The study was conducted in order to find out welfare measures provided to employees by
the Sandfits Foundries Pvt Ltd., The study reveals the various Labour Welfare Measures and
the level of satisfaction and dissatisfaction of the employees with respect to the measures
provided by the company.
This report would stand as one of the powerful input for the company to find out whether
the welfare measures has reached employees and their opinion about it i.e., especially at
operational level. So, that the company can take necessary steps in order to satisfy their workers
and which in turn increase the productivity, earn profit and achieve their objectives.
The Industrial worker is indeed a soldier safeguarding the social and economic factors of
the industrial economy. Therefore, there is need to take care of the workers, to provide both
statutory and non-statutory facilities to them, which has direct influence on the social and
economic development of the organization as well as the nation.
1.1.A INTRODUCTION TO LABOUR WELFARE MEASURES
The National commission on labour observes that the concept of “Welfare” is necessarily
dynamic, bearing a different interpretation from country to country and from time to time, and
even in the same country, according to its value system, social institution, degree of
industrialization and general level of social and economic development.
The directive principles of state policy in our constitution refer generally to the
promotion of the welfare of the people.
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In its resolution of 1947, the ILO defined “Labour Welfare” as such services,
facilities and amenities as adequate canteens, rest and recreation facilities, arrangement for travel
to and from work and for the accommodation of workers employed at a distance from their
houses and such other services. Amenities and facilities as contribute to improvements in the
conditions under which workers are employed.
The study team appointed by the government of India in 1959 to examine the labour
welfare activities them existing divided the entire range of these activities into three groups, viz.,
i. Welfare within the precincts of an establishment, medical aid, crèches, canteens, supply
of drinking water.
ii. Welfare outside the establishment, provisions for indoor and outdoor recreation, housing
adult education, visual instructions and
1. Welfare measures inside the work place and

2. Welfare measures outside the work place.
Each group includes several activities.
1) Welfare Measures Inside the work place:
Conditions of the Work Environment:
 .Workmen’s safety measures, that is, maintenance of machines and tools, fencing of
machines, providing guards and first aid equipment
 Workshop Sanitation and cleanliness, temperature, humidity, ventilation, lighting,

elimination of dusk, smoke, fumes, gases.
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 Distribution of work hours and provisions for rest hours, meal times and breaks.
 Convenience and comfort during work that is operative’s posture, seating arrangements.
 Provision of drinking water, water coolers.
 Canteen services, full meal, mobile canteen.
 Notice boards, posters, pictures, slogans, information or communication.
 Sanitory facility, wash basins, bathrooms.
Worker’s Health Services:
Factory health centre, dispensary, ambulance, emergency aid, medical examination for
workers, health education, health research, family planning services.
Employment Follow-up:
Progress of the operative in employees work, employee’s adjustment problems with

regard to machines and workload, supervisors and colleagues.
Economic Services:
Co-operative, loans, financial grants, thrift and saving schemes, budget knowledge,
unemployment insurance, health insurance, employment bureau, profit-sharing and bonus
schemes, transport services, provident fund, gratuity and pension, rewards and incentives,
workmen’s compensation for injury, family assistance in times of need.
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ii) Welfare measures outside the work place:
The welfare measures outside the working environment include the following:
 Housing: bachelor’s quarters, family residences according to types and rooms.
 Health and medical services, dispensary, emergency ward, out-patient and in-patient care.
 Transport
 Water, sanitation, waste disposal
1.1. B IMPORTANCE OF LABOUR WELFARE
DEFINITIONS:
Sharma (1981) stated that, labour welfare is, according to the Encyclopedia of
social science defines it as, the voluntary effort of the employers to establish, within the existing
industrial system, working and sometimes living and cultural conditions of the employees
beyond what is required by the law, the customs of the industry and the condition of the market.
The report is of International Labour office, stated that workers welfare may be
understood to mean such services facility and amenities, which may be established outside or
inside the vicinity o undertakings to enable the persons employed there, to perform their work in
healthy and congenial surroundings and to provide them with amenities conclusive to good
health and high moral.
The aim of welfare is three fold. It constitutes humanistic, economic and civic aims.
Since it enables the workers to enjoy a richest and fuller life by providing them those amenities
and convenience of life which they themselves can’t provide. The study team appointed by the
Central Government in 1959, as stated by Rawat (1988) divided the welfare facilities into the
following three groups.
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 Welfare within the premises of an establishment, (medical aid, canteen, supply of

drinking water)
 Welfare outside the establishment (provisions for indoor and outdoor recreation,
housing, adult education)
The Labour Welfare is one major aspect of national programmed towards bettering the
lot of labour and creating a life and work environment of decent comfort for their lass of
population. Manufacturing welfare may be said to have been the outcome of the movement for
better and more efficient management in industry including the human angle. The all around
acceptance of the concept of labour welfare has been mainly due to.
 The need to provide better life for the worker’s dictated by the necessity and maintain the
good will of the large and rather freshly required labour force to year them to increased
production.
 Growing public and government concern, especially in the economically less developed
countries, over the amelioration of the working and living conditions, of industrial
workers and measures in the regard, taken in many countries as an aspect of national
policy.
 The industrial expansion in the advanced countries of the world and concomitant process
of mass production and mass selling rendering the working class as a source of power,
steps to promote labour welfare being a directed recognition of the new situation.
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1.2 ABOUT THE INDUSTRY
Casting Industry
Cast metal products are found in 90 percent of manufactured goods and equipment.
From critical components for aircraft and automobiles to home appliances and surgical
equipment, cast metal products are integral to the global economy and our way of life. The U.S.
metal casting industry is the world's largest supplier of castings, shipping cast products valued at
over $18 billion annually and directly employing 225,000 people. Metal casting companies are
often at the heart of the economy in the communities where they reside. Of the 2,950 metal
casting establishments located throughout the United States, over 80 percent are small
businesses.
Sand casting
A sand casting or a sand molded casting is a cast part produced by forming a mold
from a sand mixture and then pouring molten liquid metal into the cavity in the mold. The mold
is then cooled until the metal has solidified. In the last stage, the casting is separated from the
mold. There are six steps in this process:
1. Place a pattern in sand to create a mold.

2. Incorporate a gating system.
3. Remove the pattern.
4. Fill the mold cavity with molten metal.
5. Allow the metal to cool.
6. Break away the sand mold and remove the casting.
There are two main types of sand used for molding . Green sand (the name is due to its
unfired or green state, not its colour), it is a mixture of silica or olivine sand, clay, moisture and
other additives. The air set method uses dry sand bonded to materials other than clay, using a
fast curing adhesive. The latter may also be referred to as no bake mold casting. When these are
used, they are collectively called "air set" sand castings to distinguish these from "green sand"
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Two types of molding sand are natural bonded (bank sand) and synthetic (lake sand), which is
generally preferred due to its more consistent composition.
The accuracy of the casting is limited by the type of sand and the molding process.
Sand castings made from coarse green sand impart a rough texture on the surface of the casting,
and this makes them easy to identify. Air-set molds can produce castings with much smoother
surfaces. Surfaces can also be ground and polished, for example when making a large bell. After
molding, the casting is covered in a residue of oxides, silicates and other compounds. This
residue can be removed by various means, such as grinding, or shot blasting.
During casting, some of the components of the sand mixture are lost in the thermal
casting process. Green sand can be reused after adjusting its composition to replenish the lost
moisture and additives. The pattern itself can be reused indefinitely to produce new sand molds.
The sand molding process has been used for many centuries to produce castings manually. Since
1950, partially-automated casting processes have been developed for production lines.
Molding box and materials
A multi-part molding box (known as a casting flask, the top and bottom halves of
which are known respectively as the cope and drag) is prepared to receive the pattern. Molding
boxes are made in segments that may be latched to each other and to end closures. For a simple
object—flat on one side—the lower portion of the box, closed at the bottom, will be filled with
prepared casting sand or green sand—a slightly moist mixture of sand and clay. The sand is
packed in through a vibratory process called ramming and, in this case, periodically screeded
level. The surface of the sand may then be stabilized with a sizing compound. The pattern is
placed on the sand and another molding box segment is added. Additional sand is rammed over
and around the pattern. Finally a cover is placed on the box and it is turned and unlatched, so that
the halves of the mold may be parted and the pattern with its sprue and vent patterns removed.
Additional sizing may be added and any defects introduced by the removal of the pattern are
corrected. The box is closed again.
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This forms a "green" mold which must be dried to receive the hot metal. If the mold is
not sufficiently dried a steam explosion can occur that can throw molten metal about. In some
cases, the sand may be oiled instead of moistened, which makes possible casting without waiting
for the sand to dry. Sand may also be bonded by chemical binders, such as furane resins or
amine-hardened resins.
Essential improvements of the foundry technology
In 1924 the Ford automobile company set a record by producing 1 million cars, in the
process consuming one-third of the total casting production in the U.S. As the automobile
industry grew the need for increased casting efficiency grew.
The increasing demand for castings in the growing car and machine building industry
during and after World War I and World War II, stimulated new inventions in mechanization and
later automation of the sand casting process technology.
There was not one bottleneck to faster casting production but rather several.
Improvements were made in molding speed, molding sand preparation, sand mixing, core
manufacturing processes, and the slow metal melting rate in cupola furnaces. In 1912 the sand
slinger was invented by the American company Birdsley & Piper. In 1912 the first sand mixer
with individually mounted revolving plows was marketed by the Simpson Company. In 1915 the
first experiments started with bentonite clay instead of simple fire clay as the bonding additive to
the molding sand. This increased tremendously the green and dry strength of the molds. In 1918
the first fully automated foundry for fabricating hand grenades for the U.S. Army went into
production. In the 1930s the first high-frequency coreless electric furnace was installed in the
U.S. In 1943 ductile iron was invented by adding magnesium to the widely used grey iron. In
1940 thermal sand reclamation was applied for molding and core sands. In 1952 the "D-process"
was developed for making shell molds with fine, pre-coated sand. In 1953 the hotbox core sand
process in which the cores are thermally cured was invented. In 1954 a new core binder - water
glass hardened with CO2 from the ambient air, was applied.
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Fast molding & sand casting processes
With the fast development of the car and machine building industry the casting
consuming areas called for steady higher productivity. The basic process stages of the
mechanical molding and casting process are similar to those described under the manual sand
casting process.
The technical and mental development however was so rapid and profound that the character of
the sand casting process changed radically.
Mechanized sand molding
The first mechanized molding lines consisted of sand slingers and/or jolt-squeeze devices
that compacted the sand in the flasks. Subsequent mould handling was mechanical using cranes,
hoists and straps. After core setting the copes and drags were coupled using guide pins and
clamped for closer accuracy. The moulds were manually pushed off on a roller conveyor for
casting and cooling.
Automatic high pressure sand molding lines
Increasing quality requirements made it necessary to increase the mould stability by

applying steadily higher squeeze pressure and modern compaction methods for the sand in the
flasks. In early fifties the high pressure molding was developed and applied in mechanical and
later automatic flask lines. The first lines were using jolting and vibrations to precompact the
sand in the flasks and compressed air powered pistons to compact the molds.
Horizontal sand flask molding
In the first automatic horizontal flask lines the sand was shot or slung down on the
pattern in a flask and squeezed with hydraulic pressure of up to 140 bars. The subsequent mould
handling including turn-over, assembling, pushing-out on a conveyor were accomplished either
manually or automatically. In the late fifties hydraulically powered pistons or multi-piston
systems were used for the sand compaction in the flasks. This method produced much more
stable and accurate molds than it was possible manually or pneumatically.
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In the late sixties mold compaction by fast air pressure or gas pressure drop over the
pre-compacted sand mold was developed (sand-impulse and gas-impact). The general working
principle for most of the horizontal flask line systems is shown on the sketch below.
Today there are many manufacturers of the automatic horizontal flask molding lines. The
major disadvantages of these systems is high spare parts consumption due to multitude of
movable parts, need of storing, transporting and maintaining the flasks and productivity limited
to approximately 90 –120 molds/hour per molding unit.
Vertical sand flaskless molding
In the end of the fifties foundry industry, as all the others, called constantly for
reduction of the labor costs, higher productivity casting quality and improved dimensional
accuracy. Due to constantly increasing wages reduction of the human labor became important.
This required automation. In 1962 Danish company Dansk Industri Syndikat A/S (DISA)
implemented an ingenious idea of molding without flasks applying vertically parted and poured
moulds. The first automatic DISA molding line could produce up to 240 complete sand molds
per hour. Today a modern DISA molding line can achieve a molding rate of 550 sand molds per
hour (one complete mold for each 6.5 seconds) and requires only one monitoring operator.
Maximal mismatch of two half’s of the castings made on the DISA lines does not exceed
0.1 mm. Apart from the high productivity, low labor requirement and dimensional castings
accuracy DISA vertical flaskless moulding lines are very reliable (up to 98% in efficiency).
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1.3 ABOUT THE COMPANY
Company profile
Sandfits foundries Private limited-one of the leading foundries in south India was started
in 1962 at Coimbatore, primarily to cater to the captive need of the local industry. Early in our
inception we carved a unique business model to success. With state of the art infrastructure, a
team of qualified technical pool and a wide range of product and with excellent quality solutions,
we have emerged as a casting solution provider to a diverse industrial clientele. To-day we are a
well – establish entity with an emerging global presence.
Five well qualified and experienced youngsters of second generation belonging to the same
family are well managing the companies under the guidance of the founder Shri A V
Varadarajan, who is a well known in industrial and social circles of the Coimbatore district.
Our strategic location the Coimbatore keeps as well connected to major destination in India and
across the world. Our manufacturing plants are located on an expanse of 38 acres of land with
integrated facilities for machine moulding, hand moulding, No bake line of process, induction
melting ,fettling , machines facilities such as convectional ,CNC`s and CMM ,quality and testing.
Our combined annual production touches 24000 MT and covers a wide variety of castings for
textile of industry, automobiles segment, earth moving equipment industry, tractor industry,
special purpose machines and wind mill industry.
Our company has the capability to cater to the various engineering and production needs of some
of the biggest name in Auto, Textile, Earth movement, hydraulics, transmission and heavy
engineering and wind energy. This is largely due to
Engineering and manufacturing skills

Adequate manufacturing facilities, appropriate automation leading to economics in scale of
production and therefore attractive prices.
Flexibility for small batch and large volume production.
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The company by its high quality, timely supply and by implementing latest manufacturing
technology and effective management techniques is a key supplier of OEM components,
industrial casting to top tier 1 and tier 2 customers. A team of qualified and experienced
technical staffs are available to interact with the customers for new product development, after
sales services. As a value addition, most of the castings produced at our manufacturing plants are
being machine at our excellent in-house machine shop, which offers good facilities to meet the
strict quality requirement of auto majors, wind mill manufacturers and heavy engineering
industries.
History
1962 – Foundry established
1972 – Manufacturing castings for thermal stations
1988 – Factory shifted to own premises
1990 – Machine moulding started
1993 – Capacity expanded
1994 – Sand plant installed and mechanized
1995 – Induction melting commenced & further expansion
1996 – Commenced automobile parts Mfg.
1997 – M/c shop established & commenced exports
1999 – CNC Machine shop (OPEL) established.Sandplant expansion with cooler at Sandfits.
2000 – ISO 9002 Accredited by TUV
2001 – Winner of best founder award
2002 – QS 9000 certified by TUV
2003 – Installed Horizontal machine center makino A71.ISO 9001-2000 version updated in
Oct.2003.melting capacity increased with further expansion in buildings
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2005 – New EIRICH (Germany) Automated sand plant with ONLINE moisture correction
system commissioned.DISA Dust collection system commissioned to improve working
atmosphere
2006 – ISO/TS 16949:2002 certified (valid up to 2009).expansion of Sandfits - unit II
2007 – Additional induction furnace installed in unit I. IMF line for resin sand plant installed in
unit II & production Commenced
1st phase established with installation IMF resin bonded sand plant with FLL and hand Moulding
facility, along with induction furnaces and necessary support system in fettling and others areas.
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CHAPTER – 2
2.1 OBJECTIVES OF THE STUDY
Primary Objective
The primary objective of the study is to study employee satisfaction towards welfare
measure provided at Sandfits foundries Pvt Ltd.
Secondary Objective
a) To ascertain employee satisfaction towards welfare measure.

b) To study about the intra mural and extra mural facility provided at work place.
c) To study about the statutory and non- statutory benefits provided by the company.
d) To make suitable suggestion for improving satisfaction towards the welfare measures
of the company.
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2.2 SCOPE OF THE STUDY
The concept of welfare is necessarily dynamic, having a different interpretation from

country to country and from time to social institution, Degree of industrialization and general
level of social and economic development. Even within the country its content may be different
from region.
The study of various report and various works, concludes that the following activities
are generally includes the Housing, medical, educational facilities, Nutrition (including the
provision of canteens), Facilities for rest and recreation, Provision of sanitary accommodation,
Social insurance measures undertaken voluntarily by employers alone or jointly with workers
including sickness, maternity benefit scheme, provident fund, gratuities and pension, etc.
Statutory Welfare Provision includes washing facilities, Facilities for sitting, Facilities for
storing and drying clothing, First aid appliances, Shelter, rest room and lunch rooms, Canteen
facilities, Facilities of crèche.
Voluntary Welfare Measure has certain employers especially in the organized sector of
industry, who have promised a wide variety of welfare amenities and services to their employees.
A brief account of such welfare measures given as Educational facilities, Medical facilities.
Transport facilities, Housing facilities, Recreational facilities.
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2.3 LIMITATION OF THE STUDY
 This study confined to a single organization. Hence the findings of the study will be
applicable to the organization.
 Only opinions of the workers and lower level staffs have been considered.
 The study expresses only the general view of the workers.

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2.4 RESEARCH METHODOLOGY
2.4.1 Research Design:
A research design is collection and analysis of data in a manner, which is

relevance to the research purpose with economy in procedure. The design adopted for the study
is descriptive in nature.
2.4.2 Research Problem:
A research problem in general, refers to some difficulty which a researcher experiences in

the context of either a theoretical or practical situation and wants to obtain a solution for the
same. A problem well defined is half solved. The research problem is to study the effectiveness
of labour welfare measures at Sandfits foundries Pvt Ltd.,
4.3 SAMPLING:
Sampling is that part of statistical practice concerned with the selection of an unbiased or
random subset of individual observations within a population of individuals intended to yield
some knowledge about the population of concern, especially for the purposes of making
predictions based on statistical inference. Sampling is an important aspect of data collection.
2.4.3 Sample size
A sample of 100 employees was taken for the study.
2.4.4 Sampling Design:

The population (universe) of this study is 1000. The sample size is 100 (ie) 10% of the
population. Since the population from which a sample is to be drawn does not constitute a
homogeneous group, stratified sampling technique is applied.
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2.4.5 STATISTICAL TOOLS:
1. Simple Percentage Analysis.

2. Chi-Square (2) Analysis.
Simple Percentage Analysis:

Number of Respondents
Percentage of Respondents = -------------------------------------------- x 100.
Total Respondents
Chi- square Test:
The chi-square test is an important test amongst the several tests of significant'.
2
Chi-Square, symbolically written as χ (Pronounced as Ki-Square), is a statistical measure
used in the context of sampling analysis for comparing a variance to a theoretical variance.
It can also be used to make comparisons between theoretical populations and actual data
when categories are used. Thus, the chi-square test is applicable in large number of problems.
The tests is, in fact, a technique through the use of which it is possible for all researchers to (i)
test the goodness of fit; (ii) test the significant of association between two attributes, and (iii) test
the homogeneity or the significance of population variance.
STEPS INVOLVED IN APPLYING CHI-SQUARE TEST
The various steps involved are as follows:
(1) first of all calculate the expected frequencies on the basic of given hypothesis or on the
basic of null hypothesis, usually in case of a 2x2 or any contingency table, The
expected frequency for any given cell is worked out as under.
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Row total for the row of that cell x column

Total for the column of that cell
Expected frequency of any cell =
Grand total
(2) Obtain the difference between observed and expected and find out the squares of such
difference I.e., calculate(O-E)
(3) divide the quantity obtained above by the corresponding expected frequency to get (O-
E)2/E and this should be done for all the cell frequencies or the group frequencies
(O-E) 2 / E
(4) Find the summation of (O-E) 2/E values or what we cell ∑ this is the required χ2 values.
(5) The χ2 value obtained as such should be compared with relevant table values of χ2 and
the inference be drawn as stated above.
χ2 = (O-E) 2 / E
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CHAPTER – 3
ANALYSIS AND INTERPRETATION
3.1. SIMPLE PERCENTAGE ANALYSIS:
TABLE: 3.1
Table showing Employee opinion about Designation
SNO DESIGNATION NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS
1. Labour 84 84
2 Supervisor 10 10
3. Staff 6 6
TOTAL 100 100
INFERENCE:
The above table shows that 84% of the respondents belong to the labour category,
10% of the respondents belong to the supervisor category and 6% of the respondents
belong to the staff category.
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CHART 3.1
Chart showing Employee opinion about Designation
NO.OF RESPONDENTS
90
80
70
60
50 NO.OF RESPONDENTS
40
30
20
10
0
Labour Supervisor Staff
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TABLE: 3.2
Table showing Employee opinion about Age criteria of respondents
SNO AGE NO.OF RESPONDENTS PERCENTAGE OF

RESPONDENTS
1. Below 20 0 0
2 21-30 37 37
3. 31-40 35 35
4. Above 40 28 28
TOTAL 100 100
INFERENCE:
The above table shows that 37% of the respondents belong to 21-30 years, 35% of the
respondents belong to 31-40 years and 28% of the respondents belong to above 40 years.
CHART 3.2
Chart showing Employee opinion about Age
NO.OF RESPONDENTS
Below 20
21-30
31-40
Above 40
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TABLE: 3.3
Table showing Employee opinion about gender of respondents

SNO SEX NO.OF RESPONDENTS PERCENTAGE OF
RESPONDENTS
1. Male 92 92
2 Female 8 8
TOTAL 100 100
INFERENCE:
The above table shows that 92% of the respondents belong to male, 8% of the
respondents belong to Female.
CHART 3.3
Chart showing Employee opinion about gender
NO.OF RESPONDENTS
100
90
80
70
50
40
30
20
10
0
Male Female
TABLE: 3.4
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Table showing Employee opinion about Marital status

SNO MARITAL STATUS NO.OF RESPONDENTS PERCENTAGE OF
RESPONDENTS
1. Unmarried 20 20
2 Married 80 80
TOTAL 100 100
INFERENCE:
The above table shows that 80% of the respondents belong to Married category, 20% of the
respondents belong to Unmarried category.
CHART 3.4
Chart showing Employee opinion about Marital status
NO.OF RESPONDENTS
90
80
70
60
40
30
20
10
0
Unmarried Married
TABLE: 3.5
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Table showing Employee opinion about Qualification level

SNO EDUCATIONAL NO.OF RESPONDENTS PERCENTAGE OF
QUALIFICATION RESPONDENTS
1. Below SSLC 76 76
2 SSLC & +2 8 8
3. ITI/Diploma 12 12
4. Degree 3 3
5. Others 1 1
TOTAL 100 100
INFERENCE:
The above table shows that 76% of the respondents education is Below SSLC, 12%
of the respondents education is ITI/Diploma, 8% of the respondents education is
SSLC & +2, 3% of the respondents education is Degree and 1% of the respondents
education is Others.
CHART 3.5
Chart showing Employee opinion about Qualification level
NO.OF RESPONDENTS
Below SSLC
SSLC & +2
ITI/Diploma
Degree
Others
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TABLE: 3.6
Table showing Employee opinion about Period of service

SNO PERIOD OF SERVICE NO.OF PERCENTAGE OF
RESPONDENTS RESPONDENTS
1. Below 5 years 37 37
2 6-10 years 29 29
3. 11-15 years 24 24
4. 16 years & above 10 10
TOTAL 100 100
INFERENCE:
The above table shows that 37% of the respondents period of service is Below 5
years, 29% of the respondents period of service 6-10 years, 24% of the respondents
period of service 11-15 years and 10% of the respondents period of service 16 years
& above.
CHART 3.6
Chart showing Employee opinion about Period of service
NO.OF RESPONDENTS
Below 5 years
6-10 years
11-15 years
16 years & above
TABLE: 3.7
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Table showing Employee opinion about No. of Dependents

SNO NO. OF NO.OF PERCENTAGE OF
DEPENDENTS RESPONDENTS RESPONDENTS
1. 0-1 0 0
2 2-3 38 38
3. 4-5 40 40
4. Above 5 22 22
TOTAL 100 100
INFERENCE:
The above table shows that 40% of the respondents dependents 4-5, 38% of the
respondents dependents 2-3 and 22% of the respondents dependents above 5.
CHART 3.7
Chart showing Employee opinion about No. of Dependents
NO.OF RESPONDENTS
0-1
2-3
4-5
Above 5
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TABLE: 3.8
Table showing Employee opinion about Additional work

S.No ADDITIONAL WORK No of Respondents % of Respondents
1 Yes 5 5
2 No 95 95
Total 100 100
INFERENCE:
The above table shows that 100% of the respondents are not doing additional work apart from
main job.
CHART 3.8
Chart showing Employee opinion about Additional work
No of Respondents
100
90
80
70
60 No of Respondents
50
40
30
20
10
0
Yes No
TABLE: 3.9.A
Table showing Employee opinion about welfare measure in Internal Workplace

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Internal HS S N DS HDS TOTAL

Workplace
1.Workmen`s
safety measure 14 43 26 17 0 100
2. Workshop
sanitation 3 31 34 22 10 100
measure
3. Working
hours 4 46 33 17 0 100
4. Uniform
facilities 11 53 31 5 0 100
5. Drinking
water facility 10 50 31 9 0 100
6. Canteen
facility 6 51 25 12 6 100
7. Sanitory
facility 2 35 39 22 2 100
INFERENCE:
3.9. A.1 Workmen`s safety measure

The above table shows that 43% of the respondents have given the opinion as
Satisfied, 26% of the respondents have given the opinion as Neutral and 17% of the respondents
have given the opinion as Dissatisfied.
3.9. A.2 Workshop sanitation measure

The above table shows that 34% of the respondents have given the opinion as Neutral,
31% of the respondents have given the opinion as Satisfied and 22% of the respondents have
given the opinion as Dissatisfied.
3.9. A.3 Working hours

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3.9. A.4 Uniform facilities

have given the opinion as Highly Satisfied.
3.9. A.5 Drinking water facility

3.9. A.6 Canteen facility

3.9. A.7 Sanitory facility

The above table shows that 39% of the respondents have given the opinion as Neutral,
35% of the respondents have given the opinion as Satisfied and 22% of the respondents have
given the opinion as Dissatisfied.
TABLE: 3.9.B
Table showing Employee opinion about welfare measure in External Workplace
External HS S N DS HDS TOTAL

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Workplace
1.Housing
Facility 1 29 38 24 8 100
2. Healthy &
medical services 0 36 35 25 4 100
3.Transport facility 9 48 34 9 0 100
4. Waste disposal 0 36 38 22 4 100
INFERENCE:
3.9. B.1 Housing Facility

Neutral, 29% of the respondents have given the opinion as Satisfied and 24% of the respondents
3.9. B.2 Healthy & medical services

3.9. B.3 Transport facility

3.9. B.4 Waste disposal

TABLE: 3.10
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Table showing Employee opinion about Statutory benefits provided by the organization
Statutory HS S N DS HDS TOTAL

benefits
1.E.S.I 8 48 31 13 0 100
2.P.F 11 48 30 11 0 100
3. Monthly
allowance 5 42 34 19 0 100
4. First aid
appliances 12 45 32 11 0 100
INFERENCE:
3.10.1 E.S.I
3.10.2 P.F
3.10.3 Monthly allowance

3.10.4 First aid appliances

33
TABLE: 3.11
Table showing Employee opinion about Non-Statutory benefits provided by the
organization
Non-Statutory HS S N DS HDS TOTAL

benefits
1.Personal health
care 2 34 42 17 5 100
2.Educational
allowances 0 38 35 27 0 100
3.Recreational
facility 0 31 36 23 10 100
4. Employee
assistance 2 46 33 19 0 100
program
INFERENCE:
3.11.1 Personal health care

34
3.11.2 Educational allowances

3.11.3 Recreational facility

Neutral, 31% of the respondents have given the opinion as Satisfied, and 23% of the respondents
3.11.4 Employee assistance program

Satisfied, 33% of the respondents have given the opinion as Neutral, and 19% of the respondents
TABLE: 3.12
Table showing Employee opinion about Relationship with superiors
SNO RELATIONSHIP NO.OF PERCENTAGE OF
WITH SUPERIORS RESPONDENTS RESPONDENTS
1. Highly satisfied 4 4
2 Satisfied 43 43
35
3. Neutral 26 26
4. Dissatisfied 18 18
5. Highly dissatisfied 9 9
TOTAL 100 100
INFERENCE:
The above table shows that 43% of the respondents have given the opinion as Satisfied,
26% of the respondents have given the opinion as Neutral, 18% of the respondents have given
the opinion as Dissatisfied, 9% of the respondents have given the opinion as Highly Dissatisfied
and 4% of the respondents have given the opinion as Highly Satisfied.
CHART 3.12
Chart showing Employee opinion about Relationship with superiors
NO.OF RESPONDENTS
50
40
30
20
0
l
ed ed ra ed ed
tisfi tisfi eut tisfi tisfi
sa Sa N ss
a
iss
a
h ly Di d
Hi
g ly
igh
H
TABLE: 3.13
Table showing Employee opinion about Behavior of co-workers
SNO BEHAVIOR OF CO- NO.OF PERCENTAGE OF
WORKERS RESPONDENTS RESPONDENTS
36
2 Satisfied 49 49
3. Neutral 25 25
4. Dissatisfied 0 0
TOTAL 100 100
INFERENCE:
Satisfied, 26% of the respondents have given the opinion as Highly Satisfied and 25%
of the respondents have given the opinion as Neutral.
CHART 3.13
Chart showing Employee opinion about Behavior of co-workers
NO.OF RESPONDENTS
60
50
40
30
10
0
l
ed ed tra ed ed
sfi sfi u sfi sfi
sa
ti
Sa
ti Ne ss
ati ati
ly Di diss
gh ly
Hi gh
Hi
TABLE: 3.14
Table showing Employee opinion about Overall Job Satisfaction

SNO OVERALL JOB NO.OF PERCENTAGE OF
SATISFACTION RESPONDENTS RESPONDENTS
37
2 Satisfied 39 39
3. Neutral 32 32
TOTAL 100 100
INFERENCE:
Satisfied, 32% of the respondents have given the opinion as Neutral, 19% of the
respondents have given the opinion as Dissatisfied and10% of the respondents have
given the opinion as Highly Satisfied.
CHART 3.14
Chart showing Employee opinion about Overall Job Satisfaction

38
NO.OF RESPONDENTS
45
40
35
30
25
20
10
5
0
l
ed ed ra ed ed
tisfi tisfi eut tisfi tisfi
sa Sa N ss
a
iss
a
h ly Di d
Hi
g ly
igh
H
TABLE: 3.15
39
Table showing Employee opinion about Grievance procedure
SNO GRIEVANCE NO.OF PERCENTAGE OF

PROCEDURE RESPONDENTS RESPONDENTS
2 Satisfied 40 40
3. Neutral 31 31
TOTAL 100 100
INFERENCE:
respondents have given the opinion as Dissatisfied and 9% of the respondents have
given the opinion as Highly Satisfied.
CHART 3.15
Chart showing Employee opinion about Grievance procedure

40
NO.OF RESPONDENTS
40
30
20
NO.OF RESPONDENTS
10
0
l
ed ed tra ed ed
sfi sfi u sfi sfi
sa
ti
Sa
ti Ne ss
ati ati
ly Di diss
gh ly
Hi gh
Hi
TABLE: 3.16
Table showing Employee opinion about Training program

S.No TRAINING PROGRAM No of Respondents % of Respondents
1 Yes 79 79
2 No 21 21
41
Total 100 100
INFERENCE:
The above table shows that 79% of the respondents are of the opinion that they
are providing training program and 21% of the respondents are of the opinion that they
are not providing training program.
CHART 3.16
Chart showing Employee opinion about Training program
No of Respondents
90
80
70
60
40
30
20
10
0
Yes No
TABLE: 3.17
Table showing Employee opinion about Satisfaction level of Training program
SNO SATISFACTION NO.OF PERCENTAGE OF
LEVEL OF TRAINING RESPONDENTS RESPONDENTS
PROGRAM
42
2 Satisfied 37 37
3. Neutral 22 22
4. Dissatisfied 9 9
TOTAL 100 100
INFERENCE:
respondents have given the opinion as Highly Satisfied and 9% of the respondents
CHART 3.17
Chart showing Employee opinion about Satisfaction level of
Training program
NO.OF RESPONDENTS
40
30
20
0
l
ed ed tra ed ed
sfi sfi u sfi sfi
sa
ti
Sa
ti Ne ss
ati ati
ly Di diss
gh ly
Hi gh
Hi
TABLE: 3.18
Table showing Employee opinion about Interest to work for long period
S.No INTEREST TO WORK No of Respondents % of Respondents
FOR LONG PERIOD
1 Yes 87 87
43
2 No 13 13
Total 100 100
INFERENCE:
The above table shows that 87% of the respondents are of the opinion that
they are interested to work for long period and 13% of the respondents are of
the opinion that they are not interested to work for long period.
CHART 3.18
Chart showing Employee opinion about Interest to work for long period
No of Respondents
100
90
80
70
50
40
30
20
10
0
Yes No
CHI-SQUARE TEST(X2)
3.1.1 Age Vs Service

Service
Age
<5 6-10 11-15 > 16 Total
< 20 0 0 0 0 0
21-30 26 9 2 0 37
31-40 7 17 11 0 35
>40 1 7 12 8 28
44
Total 34 33 25 8 100
H0: The Null hyphosis is Age and services are independent.
H1: The Alternative hyphosis is Age and services are dependent.
Degrees of freedom = 3x3= 9

Fix 5% level of significance
Table value= 17
Expected Frequency = RTxCT
2 = (fo-fe) 2)
fe
2 = 52.76
Inference: Since the calculated value (52.76) is greater than the table value (17). The Null
hyphosis H0 is rejected and the Alternative hyphosis H1 is accepted (ie) Age and service are
dependent.
3.1.2 This table shows that the relation between the Internal Workplace & Level of
Satisfaction.
Internal HS S N DS HDS RT
Workplace
45
1.Workmen`s
safety measure 14 43 26 17 0 100
2. Workshop
sanitation 3 31 34 22 10 100
measure
3. Working
hours 4 46 33 17 0 100
4. Uniform
facilities 11 53 31 5 0 100
5. Drinking
water facility 10 50 31 9 0 100
6. Canteen
facility 6 51 25 12 6 100
7. Sanitory
facility 2 35 39 22 2 100
CT 50 309 219 104 18 700
H0 There is no relationship between the internal workplace & level of satisfaction.

H1: There is relationship between the internal workplace & level of satisfaction.
Degrees of freedom = 6 x 4 = 24
Fix 5% level of significance.
Table value = 36.4
c2 = å((fo-fe) 2)
46
fe
c2 = 88.41
Inference: Since the calculated value (88.41) is greater than the table value (36.4). H0 is
rejected, H1 is accepted. (ie) There is relationship between the internal workplace & level of
satisfaction.
3.1.3 This table shows that the relation between the External Workplace & Level of
Satisfaction.
External HS S N DS HDS RT
Workplace
1.Housing
Facility 1 29 38 24 8 100
2. Healthy &
medical services 0 36 35 25 4 100
3.Transport facility 9 48 34 9 0 100
4. Waste disposal 0 36 38 22 4 100
CT 10 149 145 80 16 400
47
H0 There is no relationship between the external workplace & level of satisfaction.

H1: There is relationship between the external workplace & level of satisfaction.
Table value = 21
c2 = å((fo-fe) 2)
fe
c2 = 44.45
Inference: Since the calculated value (44.45) is greater than the table value (21). H0 is rejected,
H1 is accepted. (ie) There is relationship between the external workplace & level of
satisfaction.
3.1.4 This table shows that the relation between the Statutory benefits & Level of
Satisfaction.
Statutory HS S N DS HDS RT
benefits
1.E.S.I 8 48 31 13 0 100
2.P.F 11 48 30 11 0 100
3. Monthly
allowance 5 42 34 19 0 100
4. First aid
48
appliances 12 45 32 11 0 100
CT 36 183 127 54 0 400
H0 There is no relationship between the statutory benefits & level of satisfaction.

H1: There is relationship between the statutory benefits & level of satisfaction.
Table value = 21
n
c2 = å((fo-fe) 2)
fe
c2 = 9.26
Inference: Since the calculated value (9.26) is less than the table value (21). H0 is accepted,
H1 is rejected. (ie) There is relationship between the statutory benefits & level of satisfaction.
3.1.5 This table shows that the relation between the Non-Statutory benefits & Level of
Satisfaction.
Non-Statutory HS S N DS HDS RT
49
benefits
1.Personal health
care 2 34 42 17 5 100
2.Educational
allowances 0 38 35 27 0 100
3.Recreational
facility 0 31 36 23 10 100
4. Employee
assistance 2 46 33 19 0 100
program
CT 4 149 146 86 15 400
H0 There is no relationship between the non-statutory benefits & level of satisfaction.
H1: There is relationship between the non-statutory benefits & level of satisfaction.
Table value = 21
c2 = å((fo-fe) 2)
fe
c2 = 36.49
50
Inference: Since the calculated value (36.49) is greater than the table value (21). H0 is rejected,
H1 is accepted. (ie) There is relationship between the non-statutory benefits & level of
satisfaction.
CHAPTER – 4
4.1 FINDINGS
The find that the above discussion in data analysis conclude following decision.
 84% of the respondents belong to the labour category and remaining are supervisor and
staff category.
 92% of the respondents belong to male and remaining 8% of the respondents are Female.
 80% of the respondents belong to Married category and remaining 20% of the respondents
are Unmarried category.
 76% of the respondents education is Below SSLC and remaining are SSLC & +2,
ITI/Diploma, Degree and Others.
51
 95% of the respondents are not doing additional work apart from main job and remaining
5% are doing additional work.
 Regarding canteen facilities employees are very much satisfied.
 Majority of the respondents are satisfied regarding transport facilities.
 Majority of the respondents are satisfied regarding uniform facilities.
 Majority of the respondents are satisfied with E.S.I & P.F benefits are satisfied expect
few.
 Majority of the respondents are satisfied with behavior of co-workers.
 Majority of the respondents are satisfied with relationship with their superior and few
employees are not satisfied.
 Most of the employees are fully interested to put their service in the company for the long
period.
Chi-Square Results:
 Age and service are dependent.
 There is relationship between the internal workplace & level of satisfaction.
 There is relationship between the external workplace & level of satisfaction.

52
 There is relationship between the statutory benefits & level of satisfaction.
 There is relationship between the non-statutory benefits & level of satisfaction.
4.2 SUGGESTIONS
The suggestions are
After the analysis and interpretation about the labour welfare of the company, it is well known
that the company is providing much more benefit to the labours. Most of the facilities are
satisfied for them.Excluding these facilities the labours are giving some more suggestions to
increase the work force
 For all the employees can be provide E.S.I & P.F benefits.
 The Company should take same action to provide the monthly allowance to the
employees.
53
 Management need to provide the quarters facilities to the employees.
 The Company`s hospital have insufficient medical for emergent diseases. Necessary
steps to be taken for providing more valuable medicines.
 Some of the employees are not satisfied with their superior relationship due to
communication problem so give training to improve communication for workers.
4.3 CONCLUSION
The report is based on the “Labour Welfare Measures” provided by Sandfits Foundries Pvt Ltd,
Ravathur pirivu, Sulur to their employees. The industry has provided many benefits and
facilities, to their employees. And this report would surely be useful to the management to know
about the opinion of the employees.
Through this report, the management can also take any remedial measures to necessary and to
motivate the employees. Based on employees only an organization can increase its productivity,
earn profit and reach its objectives. So, there for any concern can succeed only through the
employees who are the main assets of an organization and not through the technology, experts
and specialists alone.
54
APPENDIX
A STUDY ON LABOUR WELFARE MEASURE IN SANDFITS FOUNDRIES

PVT LTD. RAVATHUR PIRIVU, SULUR
QUESTIONNAIRE
PERSONAL PROFILE:
1. Designation :
2. Age in years : Below 20 21-30 31-40 above 40
3. Gender : Male Female
4. Marital Status : Single Married

55
5. Educational Qualification:
Below SSLC SSLC & +2 ITI/DIPLOMA

DEGREE Others
6. Period of Service
Below 5 years 6-10 years 11-15 years 16years&above
7. Number of dependents
0–1 2–3 4–5 Above 5
8. Is there any additional work you look after apart from main job?
Yes No
9. Work Conditions in the organization:
A. State your level of satisfaction for the following welfare measures in internal work place:
HS - Highly Satisfied S - Satisfied

N - Neutral DS - Dissatisfied
HDS - Highly Dissatisfied
PARAMETER HS S N DS HDS
1.Workmen`s
safety measure
2. Workshop
sanitation
measure
3. Working
56
hours
4. Uniform
facilities
5. Drinking
water facility
6. Canteen
facility
7. Sanitory
facility
B. State your level of satisfaction for the following welfare measures in external work
place:
1.Housing
Facility
2. Healthy &
medical services
3.Transport facility
4. Waste disposal
10. How far you satisfied with the following statutory benefits provided by the organization
1.E.S.I
2.P.F
57
3. Monthly
allowance
4. First aid
appliances
11. How far you satisfied with the following non-statutory benefits provided by the
organization
1.Personal health
care
2.Educational
allowances
3.Recreational
facility
4. Employee
assistance
program
12. How is your relationship with your superiors?
Highly satisfied Satisfied

Neutral D Dissatisfied Highly dissatisfied
13. State the behavior of co-workers

58
14. How far you satisfied with overall Job satisfaction?

15. How far you satisfied with grievance procedure provided by your company?

16. Whether the company is providing training program for the

Employees.
Yes No
17. How far you satisfied with training program given by your company?

18. Are you interested to put your service in your company for
Long period?
Yes No
19. Give your suggestion about the company

--------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------
59
BIBLIOGRAPHY
Books:
1. Aswathappa k., Second edition (1999), Human Resource and personnel Management, Tata
McGraw – Hill publiship company Limited, New Delhi, pp.215.
2. Biswajeet Pattanayak (2002), Human Resource Management, Prentice - Hall of India private
Limited, New Delhi, pp. 156 – 157
3. David A. Decenzo and Stephen P. Robbins., Seventh Edition (2003), Human Resource
Management, John wiley & Sons, New Delhi,
pp.215-219.
4. Research Methodology by Azar Kazmi
5. Research Methods for Business by Uma Sekaran (2003)
6. Research Methodology in Management by P.P. Arya and Yesh Pal
7. Statistics for Management by Richard I.Levin, David S. Rubin
8. Research Methodology by Kothari
Websites:
1. www.google.com
2. www.sandfits.com
3. www.wikipedia.com
60

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1

INTRODUCTION TO THE STUDY

1.1 ABOUT THE STUDY

1.1.A INTRODUCTION TO LABOUR WELFARE MEASURES

1. Welfare measures inside the work place and

Each group includes several activities.

1) Welfare Measures Inside the work place:

Conditions of the Work Environment:

 Workshop Sanitation and cleanliness, temperature, humidity, ventilation, lighting,

 Provision of drinking water, water coolers.

 Canteen services, full meal, mobile canteen.

 Notice boards, posters, pictures, slogans, information or communication.

 Sanitory facility, wash basins, bathrooms.

Worker’s Health Services:

Progress of the operative in employees work, employee’s adjustment problems with

ii) Welfare measures outside the work place:

 Housing: bachelor’s quarters, family residences according to types and rooms.

 Water, sanitation, waste disposal

1.1. B IMPORTANCE OF LABOUR WELFARE

 Welfare within the premises of an establishment, (medical aid, canteen, supply of

1.2 ABOUT THE INDUSTRY

1. Place a pattern in sand to create a mold.

Molding box and materials

Essential improvements of the foundry technology

Fast molding & sand casting processes

Mechanized sand molding

Automatic high pressure sand molding lines

Increasing quality requirements made it necessary to increase the mould stability by

Horizontal sand flask molding

Vertical sand flaskless molding

1.3 ABOUT THE COMPANY

Engineering and manufacturing skills

2.1 OBJECTIVES OF THE STUDY

a) To ascertain employee satisfaction towards welfare measure.

2.2 SCOPE OF THE STUDY

The concept of welfare is necessarily dynamic, having a different interpretation from

2.3 LIMITATION OF THE STUDY

 The study expresses only the general view of the workers.

2.4 RESEARCH METHODOLOGY

2.4.1 Research Design:

A research design is collection and analysis of data in a manner, which is

2.4.2 Research Problem:

A research problem in general, refers to some difficulty which a researcher experiences in

2.4.3 Sample size

A sample of 100 employees was taken for the study.

2.4.4 Sampling Design:

2.4.5 STATISTICAL TOOLS:

1. Simple Percentage Analysis.

Simple Percentage Analysis:

Chi- square Test:

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST

The various steps involved are as follows:

Row total for the row of that cell x column

ANALYSIS AND INTERPRETATION

3.1. SIMPLE PERCENTAGE ANALYSIS:

SNO DESIGNATION NO.OF RESPONDENTS PERCENTAGE OF

TOTAL 100 100

Chart showing Employee opinion about Designation

SNO AGE NO.OF RESPONDENTS PERCENTAGE OF

TOTAL 100 100

Table showing Employee opinion about gender of respondents

TOTAL 100 100

Chart showing Employee opinion about gender